Abstract
The objectives of this Note are threefold: (1) to analyze the Burlington Northern decision and the effect it will have on the lower federal courts' treatment of Title VII retaliation and discrimination claims; (2) to highlight the many other federal statutes that include provisions prohibiting retaliatory treatment of employees who engage in protected activities; and (3) to propose that Burlington Northern's deterrence standard should be adopted as a per se rule in construing employee rights under such federal statutes.
How to Cite
49 Ariz. L. Rev. 745 (2007)
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